System and method for organizational risk based on personnel planning factors

ABSTRACT

A system and method for organizational risk based on personnel planning factors is provided. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. Inhibitors and motivators corresponding to employees is used to determine a flight risk that pertains to the employee. A contribution level, corresponding to the employee&#39;s contribution to the organization, is analyzed along with the flight risk to determine a risk quadrant that is assigned to the employee. Managers can select a risk quadrant and obtain information about common inhibitors and motivators. Incentive data, such as stock options, compensation, and awards, is planned in light of an employee&#39;s risk quadrant in order to motivate high contributors to remain with the organization.

RELATED APPLICATIONS

[0001] This application is related to the following co-pending U.S.Patent Application filed on the same day as the present application andhaving the same inventor and assignee: “System and Method for IntegratedManagement of Personnel Planning Factors,” (Docket No.AUS9-2001-233-US1); “System and Method for Improved PerformanceReviews,” (Docket No. AUS9-2001-234-US1); “System and Method forImproved Personnel Compensation Planning Factors,” (Docket No.AUS9-2001-236-US1); “System and Method for Personnel ManagementCollaboration,” (Docket No. AUS9-2001-237-US1); and “System and Methodfor Improved Matrix Management of Personnel Planning Factors,” (DocketNo. AUS9-2001-233-US1); each by the same inventors and each assigned tothe IBM Corporation.

BACKGROUND

[0002] 1. Field of the Invention

[0003] The present invention relates to a system and method for managinghuman resources for an organization. More particularly, the presentinvention relates to a system and method for identifying organizationalrisk related to personnel by analysis of personnel planning factors.

[0004] 2. Description of the Related Art

[0005] Managers in modern business organizations have increasinglycomplex roles to perform in managing the various facets of the businessorganization. While managers differ greatly in the objectives and goalsof their respective departments or areas, a key element that mostmanagers deal with are the employees in their department or area andtheir efforts to retain a highly talented pool of employees whilestaying within given resource requirements, such as salary and stockbudgets.

[0006] Today managers and human resource leaders have limitedinformation available for fairly reviewing employee performance,assessing the risk of individuals leaving the organization andidentifying those individuals most likely to leave, fairly awardingsalary increases and stock incentives based upon employee performanceand the desire to retain more talented employees, and accuratelycomparing compensation received by the manager's employees withmeaningful benchmarks.

[0007] Many managers today react to problems, such as key talent leavingthe organization, rather than engaging in pre-planning activities toidentify situations that eventually lead to such problems. The reasonfor reacting, rather than planning, for employee issues is thedifficulty of organizing and tracking many disparate pieces of dataabout employees. Managers are often provided with different reportsregarding employees' salaries, stock options, and other rewards. Inseparate paper or computer files the manager may keep records ofemployee performance reviews and the general trend of employees in termsof performance ratings. Managers are challenged, however, when comparingemployees to benchmark averages or simply other employees in the sameorganization. Mid-level managers are often left to rely on immediatemanagers to fairly and accurately rate employee performances and rewardthe performances accordingly.

[0008] On an annual, or other periodic, basis managers review theemployees performance and award salary increases, awards, and stockincentives to those individual employees deemed more critical to theorganization. In large organizations, managers, especially mid-levelmanagers, are challenged by the fact that employees are not rewardedsimilarly based in large part on the employees' immediate manager. Whilesome managers are able to obtain many awards and salary increases formany members of their department, other managers struggle to obtainmarginal rewards for their better employees. This dichotomy inmanagement treatment has almost as many reasons as there are managers.Some managers may feel that their employees are handsomely paid when, inactuality, the employees' compensation is far below that of their peers.Other managers may try and keep costs in an area or department low inorder to impress the manager's superiors. On the other side of the coin,managers may overly reward lower contribution to the organization inorder to build a loyal team of employees or because the manager does notrealize that the performance of his employees is generally less thanthat of other employees in the organization.

[0009] To address fairness issues, many organizations have managementmeetings to discuss the relative merit of employees being managed by agroup of managers. These meetings often involve discussing manyemployees individually without clear comparisons between an employee andhis or her peers. A mid-level, or project manager, often has difficultyin determining whether compensation and other awards are doled outfairly. Once again, the mid-level manager has little objectiveinformation at hand to determine whether inequities exist betweenemployees. When a talented employee leaves the organization for a betteropportunity elsewhere, it often is only discovered through discussionswith the parting employee that the employee was being under compensated.

[0010] Some awards, such as stock option awards, can be used as anincentive to retain an organization's most talented employees,especially those employees whose talents are highly marketable to otherorganizations. The stock options granted usually vest over some numberof years making it financially advantageous to the employee to remainwith the organization until the options vest. While stock options areoften used to retain employees, the award of options is often notcoupled with a risk assessment system that identifies those employeesthat are highly talented and, based on talents or individual employeefactors, are at a high risk of leaving the organization.

[0011] If risk assessment concerning employee retention is evenperformed at most organizations, it is usually based solely on themanager's intuition or feeling regarding whether an employee will leavethe organization. A list of employees that might choose to leave thecompany might be provided to upper management for consideration.However, once again it is difficult for mid-management to understandwhich of the employees identified as a “flight risk” is truly a highcontributor, and which are marginal or poor contributors that simplycomplain to management that they might seek employment at anotherorganization.

[0012] Another challenge with traditional organizations is that humanresources (HR) programs and assistance is not integrated with theparticular functions, such as compensation planning, that are performedby managers. As such, these programs and guidelines are reviewedseparately by managers and then applied later when the manager performsthe various functions. Lack of understanding or attention to humanresources programs leads to additional challenges when managers attemptto implement or use the HR programs.

[0013] What is needed, therefore, is a system and method to collect,manage, and analyze information regarding an organization's personnel ina complete and systematic way. It is desired that each level ofmanagement is integrated with the system along with human resourcespersonnel in order to provide the various levels of management and humanresources with the information needed by the particular individuals. Asystem and method for reviewing employee contributions is needed toadequately assess each employee's contribution in light of contributionsmade by his or her peers. A system and method is also needed forperforming risk assessment and identifying those individuals making highcontributions and with a higher risk of leaving the organization foranother opportunity. A system and method is further needed to use thecontribution and risk assessment data in planning employees'compensation and other awards. A system and method is needed tofacilitate management meetings in order to discuss employeecontributions without revealing sensitive, or confidential, informationpertaining to the individual members of the management team. Finally, asystem and method is needed to provide for flexibility in managementstructure as well as addressing unplanned organizational events or datathat needs to be tracked for individual employees.

SUMMARY

[0014] It has been discovered that a system and method, referred to asthe People Planner System, addresses the aforementioned challenges withthe prior art. In particular, the People Planner system collects,manages, and analyzes information regarding an organization's personnelin a complete and systematic way. A data store of employee data ismanaged and organized to provide various levels of data to variouslevels of management. Executive management receive strategic level datathat apply to an entire organization. They also determine enterpriselevel salary data that is applied to lower levels of the organization.Lower levels of management view increasingly detailed information basedon the particular level of management. In addition, human resourcespersonnel are integrated with the People Planner in order to implementHR programs and provide various levels of management with guidanceregarding employment issues.

[0015] Managers use People Planner to assess, or evaluate, employeecontributions to the organization. The People Planner database retainsthe data so that it is accessible by the manager as well as upper levelsof management. The manager is therefore able to refine or re-evaluate anemployee while higher levels of management are able to determine whetherthe manager is fairly and adequately assessing employees. People Plannerprovides for various functions to be performed at various times with thedata collected from those functions accumulating into a more completeplanning picture regarding the employee.

[0016] For example, a manager may enter evaluation data regarding theperformance of employees. In addition, the manager may perform a riskanalysis function for an employee using a risk analysis tool. The riskanalysis tool uses actual (i.e., current) data about the employee toassist the manager in the risk assessment. The risk assessment data isstored by People Planner along with the current data. Compensationplanning uses a tool that uses the actual data and the risk analysisdata to assist the manager in planning the employee's compensation.Likewise, the stock planning tool uses the actual data, the riskplanning data, and the compensation planning data to assist the managerin planning stock awards. The manager can also use development planningtools along with retention planning tools using the data available aboutthe employee maintained by People Planner. Furthermore, additionalprograms or organizational events may be added to People Planner and themanager may select employees for the programs or events based uponconsiderations provided by HR or upper management.

[0017] In hybrid or matrix management organizations, an individualemployee sometimes works for more than one manager. For example, anemployee with a particular critical skill might be needed to work onthree projects. Upper management may decide that the employee will spend50% in the first department, 20% in the second department, and 30% inthe third department. People Planner allows the three immediate managersto collaborate yet provide their own individual evaluations andcompensation/stock planning data. An overall evaluation andcompensation/stock award is then computed based on the inputs of thethree managers.

[0018] People Planner facilitates management communication by providingmanagers with real-time snapshots of an organization withoutcompromising the confidentiality of information of the managers involvedin the discussions. For example, a project manager with three departmentmanagers reporting to her may want to meet with the three managers todiscuss all the employees in the project manager's project. Normally thethree department managers are able to view and alter the information forthe employees that report to the respective managers. The projectmanager, however, is able to view the People Planner data for all theemployees reporting to the three managers as well as salary andemployment data for the three department managers. To analyze all theemployees in the project collectively, the project manager can grantother employees, in this case the department managers, the ability toview the People Planner data available to the project manager. Inaddition, the project manager can select employee data to exclude fromthe project manager's view, in this case the data pertaining to thethree department managers would be excluded so that the departmentmanagers do not see confidential salary and planning data that appliesto their management peers. The management team can now look at thePeople Planner data maintained for the employees either in an onlinemeeting with each manager viewing the same information or in a meetingroom with a screen projection of the project manager's People Plannerview. Changes made to employee data is seen by all managers in the teamas well as analyses and information pertaining to the overall project.

[0019] When planning data if finalized and approved it is used as thebasis for employees' actual data. In this way planning data becomesactual data at any time deemed appropriate, such as a date in theorganization when compensation changes are instituted or when stockoptions are granted. Some prior planning data, such as compensation andstock options, is then cleared out in order to prepare for the next setof planning data.

[0020] The foregoing is a summary and thus contains, by necessity,simplifications, generalizations, and omissions of detail; consequently,those skilled in the art will appreciate that the summary isillustrative only and is not intended to be in any way limiting. Otheraspects, inventive features, and advantages of the present invention, asdefined solely by the claims, will become apparent in the non-limitingdetailed description set forth below.

BRIEF DESCRIPTION OF THE DRAWINGS

[0021] The present invention may be better understood, and its numerousobjects, features, and advantages made apparent to those skilled in theart by referencing the accompanying drawings. The use of the samereference symbols in different drawings indicates similar or identicalitems.

[0022]FIG. 1 is a high level diagram showing various layers ofmanagement using information managed and maintained by the PeoplePlanner System;

[0023]FIG. 2 is a hierarchy diagram showing resources, such as moneyused for salaries, being distributed and spread from high levels of theorganization to lower levels of the organization;

[0024]FIG. 3 is a data layer diagram showing various layer componentsbeing created to form an employee profile and how planning data is usedto generate actual employment data;

[0025]FIG. 4 is a diagram showing a manager using the People PlannerSystem to perform planning and analysis functions;

[0026]FIG. 5 is a diagram showing a manager using the People PlannerSystem to perform compensation functions;

[0027]FIG. 6 is a flowchart showing the People Planner System being usedto evaluate the performance of employees;

[0028]FIG. 7 is a flowchart showing a manager identifying employees'motivators and inhibitors and the People Planner System used todetermine flight risks of individual employees;

[0029]FIG. 8 is a flowchart used to group employees intocontribution/flight risk quadrants for risk assessment;

[0030]FIG. 9 is a user interface and logic for organizational riskanalysis concerning employees;

[0031]FIG. 10 is a flowchart used to analyze risk quadrants and act uponidentified employees;

[0032]FIG. 11 is a flowchart used to analyze compensation of highcontributing employees;

[0033]FIG. 12 is a flowchart used to analyze compensation of lowcontributing employees;

[0034]FIG. 13 is a flowchart showing details involved with comparingemployees' compensation using benchmark information;

[0035]FIG. 14 is a flowchart showing details involved with aggregateanalysis of a department or area and comparison against budgetaryrequirements;

[0036]FIG. 15 is a flowchart for identifying key employees andperforming retention analysis for identified employees;

[0037]FIG. 16 is a flowchart showing tracking of additional keywords bythe People Planner System to track organizational events and reportingon employees based on the additional keywords;

[0038]FIG. 17a is a diagram of an employee managed in a matrixorganization with multiple managers;

[0039]FIG. 17b is a flowchart used to evaluate and aware employeesmanaged in a matrix organization with multiple managers;

[0040]FIG. 18a is a sample three tier hierarchy chart showing employeesand two layers of management;

[0041]FIG. 18b is a diagram showing managers being excluded from ahigher-level People Planner View;

[0042]FIG. 19 is a flowchart showing employees being selected andremoved from a particular People Planner System view; and

[0043]FIG. 20 is a block diagram of an information handling systemcapable of implementing the present invention.

DETAILED DESCRIPTION

[0044] The following is intended to provide a detailed description of anexample of the invention and should not be taken to be limiting of theinvention itself. Rather, any number of variations may fall within thescope of the invention which is defined in the claims following thedescription.

[0045]FIG. 1 is a high level diagram showing various layers ofmanagement using information managed and maintained by the PeoplePlanner System. Executive management 100 use People Planner System 170to enter and view strategic employee data 105. For example, executivemanagement 100 may use People Planner System 170 to analyze potentialskill deficits or receive rollup information regarding risk assessments.This information can be used by executive management 100 to allocateadditional resources to problem areas.

[0046] Division management 110 use People Planner System 170 to enterand view division level employee data 115. Division management 110 usePeople Planner System 170 similarly to executive management 100 exceptwith a focus on the particular division within the organization. Again,problem areas reported by managers in employee evaluations and riskassessments can be used to provide additional resources to projects andto alert executive management to potential problems. In addition,employee analyses can be performed at high levels such as divisionmanagement 110 and executive management 100 to determine whetheremployees with similar talents and experience levels are compensated andawarded similarly. Anomalies, such as poor performing employeesreceiving large salary increases and high performing employees receivinglittle or no salary increases can be identified, analyzed, and likelycorrected.

[0047] Project managers 120 use People Planner System 170 to provide andview project level employee data 125. Project managers, like divisionand executive managers, can view information about any employee(including managers) reporting to the project manager. While executivemanagement and division management may focus more on spotting anomaliesand analyzing summary data to identify potential problems, projectmanagers may often view individual employee information, especially todetermine whether employees are being compensated and rewardedconsistently and fairly by the department managers. Project managers 120may also hold management meetings where People Planner System datapertaining to the department managers is excluded so that the managementteam can focus on the employees within the project and determine whetherthe employees are being treated fairly or whether poorer performingemployees in one department are being evaluated as higher contributorsto higher performing employees in another department. Discrepancies suchas these can be resolved dynamically by the project manager or one ofthe department manager changing employee data. The revised employee datacan thereafter be viewed and discussed. The process of refining thePeople Planner System data continues until the management team issatisfied with the information pertaining to all employees in theproject.

[0048] Department managers 130 (i.e., immediate managers, foremen,direct supervisors) use People Planner System 170 to enter and viewdepartment level employee data 135. Department managers 130 use PeoplePlanner System 170 to evaluate employee performance, perform riskassessment, perform compensation and stock planning, complete or revisedevelopment plans for employees, perform retention plans for keyemployees identified as having executive potential or key technicalpotential, and provide additional data pertaining to employees that themanager wishes to attend HR programs or company events, such as specialmeetings, classes, or projects.

[0049] Human resources personnel 140 use People Planner System to assistvarious levels of management with personnel related questions and usePeople Planner System to view and enter human resources data 145. Whileassisting various levels of management, human resources 140 uses theirskill and experience with analyzing employee data to aid management inmaking employee decisions and to assist managers in using People PlannerSystem 170 to appropriately analyze the People Planner Systeminformation pertaining to the managers' employees. Human resources 140also uses People Planner System to include new programs and events thatcan be used by managers with their employees. In addition, humanresources 140 may determine when certain People Planner System functionstake place. For example human resources 140 may determine when planningdata is finalized and used as a basis for current, or actual, data toreflect employees' compensation changes, stock awards, and the like.

[0050] Computer network 150 is used to connect the various managers toPeople Planner System 170. Computer network 150 may be a local areanetwork (LAN), a Wide Area Network (WAN), a mainframe computer withconnected terminals, or a virtual private network (VPN) implemented overa public network such as the Internet. Computer network 150 receivesPeople Planner requests 160 and passes the received requests to PeoplePlanner System 170. People Planner System 170 processes the request andmaintains employee database 190 to store the data. In one embodiment,employee database 190 is a Lotus Notes™ database. In largeorganizations, employee data may be divided among several databases forperformance and utilization reasons. In a distributed model, employeedata for a particular area, such as a project or company location, maybe located on the same database for improved maintenance of relatedemployee records and improved lower level analyses. Higher levelanalyses use information summarized from the distributed databases inorder to provide executive management 100 and perhaps divisionmanagement 110 strategic employee data 105 and division level employeedata 115. The People Planner System process request 160 and prepares andreturns responses 180 which is viewed on the manager's display screen.

[0051]FIG. 2 is a hierarchy diagram showing resources, such as moneyused for salaries, being distributed and spread from high levels of theorganization to lower levels of the organization. A limited amount ofcompensatory resources 200 are available to distribute to employees. Theamount of compensatory resources 200 depends on the size and economichealth of the organization. If fewer resources are available than inprevious years, executive management 210 may be forced to lower salariesor reduce the number of employees through voluntary or involuntarymeasures.

[0052] Executive management 210 determines how the availablecompensatory resources will be spread among the various high leveldivisions of the organization. In the example shown in FIG. 2, threedivision salary data are determined by executive management 210(division salary data 212, division salary data 214, and division salarydata 216). The division salary data is written to budget files availableto the division managers in the People Planner System. The PeoplePlanner System is used by executive management 210 to aid in thedivision salary determination by providing executive management 210 withcurrent salary needs of the various divisions, summaries of theemployees and locations of the various divisions, and risk analysisinformation pertaining to the various divisions. The risk analysisinformation may alert executive management 210 to a potential situationwhere key types of employees, such as those with sought after technicalskills, are at risk of leaving the organization. This type ofinformation may prompt executive management to allot more to divisionsat risk so that such skilled employees can be better compensated toavoid potential attrition problems. In addition, the People PlannerSystem includes projected or planning data that aids in determiningappropriate percentages of increases that should be allocated to thevarious divisions.

[0053] The division management, in turn, use the provided divisionsalary data to determine how to spread the division compensatory amountsto areas, such as projects, within the division. In the example shown,division management 220 receives division salary data 214 from executivemanagement. Division management 220 uses the People Planner System toallocate division salary data 214 to the various projects included inthe division. Once again, the People Planner System is used to providedivision management 220 with current salary needs of the variousprojects, summaries of the employees and locations of the variousprojects, and risk analysis information pertaining to the variousprojects. Division managers also use projected, or planning, dataincluded in the People Planner System that was provided by lower levelsof management. The People Planner System is used to distribute budgetamounts to the various project managers. In the example shown in FIG. 2,division management 220 provides salary budgeting data to threeprojects. The budgeting data is provided to the projects through thePeople Planner System (project salary data 222, 224, and 226).

[0054] Project management uses the allocated project salary data toprovide budget data to the various departments that are included in theproject. The project manager's determinations are made at a more micro-rather than macro-level with individual employees' needs often used as abasis for the project manager's decisions. Again, the People PlannerSystem is used to provide management, in this case project manager 230,with current salary needs of the employees, summaries of the employeesand of the various departments, and risk analysis information pertainingto the various employees and projects. Project managers also useprojected, or planning, data included in the People Planner System thatwas provided by immediate, or department, managers during prior planningcycles. The People Planner System is used to distribute budget amountsto the various department managers. In the example shown in FIG. 2,project manager 230 provides salary budgeting data to three departmentsusing the People Planner System (department salary data 232, 234, and236).

[0055] Department managers receive budget data from their projectmanagers and use the budget data to plan compensatory changes forindividual employees in the department manager's department. In theexample shown, department manager 240 receives department salary budgetdata 234. The People Planner System is used to provide management, inthis case department manager 240, with current salary needs of theemployees in the department, summaries of the employees, and riskanalysis information pertaining to the employees. Department manager 240uses the People Planner System to plan compensatory changes and torecord the planned changes in order for the department manager andhigher levels of management to analyze the planned changes in light ofthe budget restraints.

[0056] The People Planner System is also used to move budget amountsbetween divisions, projects, and departments. For example, if a givendepartment was initially allocated more money than deemed needed (forexample, based on employee contributions and comparison of theemployees' current salaries with those of employees in otherdepartments), money that was initially allocated to the department maybe reallocated by the project manager to a department that was initiallyunder-funded. This same “give-and-take” can be applied to higher levelsof the organization with the People Planner System used to identifypossible areas for re-allocation and facilitate the transfer of budgetamounts from one area to another.

[0057]FIG. 3 is a data layer diagram showing various layer componentsbeing created to form an employee profile and how planning data is usedto generate actual employment data. Employee profile 300 includes actualand planning data corresponding to an employee. Actual data 305 includesinformation such as the employee's current salary and stock options thathave been granted to the employee, the employee's current job title,level, and performance rating and any other information that theorganization uses to track and assess employees. Actual data 305 mayalso include historical data, such as the employee's past salary levels,prior stock awards, and prior job titles, levels, and performanceratings.

[0058] The manager performs risk analysis 310 using the employee'sactual data do determine the employee's value to the organization andthe risk of the employee leaving the organization for otheropportunities (see FIGS. 7-10 for detailed descriptions of risk analysisusing the People Planner System). The manager's risk analysis isprovided to the People Planner System as risk planning data 315.Employee profile 300 now has a richer set of data 320 for making furtherdecisions regarding the employee's compensation and development.

[0059] Employee profile data 320 includes actual (or current) data aswell as the risk planning data. This data is used by the manager inusing the People Planner System's compensation planner 330. Based on theemployee's actual data and the risk analysis data the manager is betterequipped to plan changes to the employee's compensation. At this stage,compensation planning data 335 may simply identify the employee for acertain level of salary increase (i.e., significant increase, increase,cost of living increase, and no increase) it may actually plan a certaindollar-amount salary change for the employee. Compensation planning data335 is used by the People Planner System to create an even richer set ofdata (340) that now includes actual data, risk planning data, andcompensation planning data.

[0060] Employee profile data 340 is used by the People Planner Systemfor the manager's stock planning 350. Actual data, risk planning data,and compensation planning data aids in the determination of whether toplan to give the employee stock options and, if so, how many options toplan on giving to the employee. Risk planning data is usually importantduring stock option considerations because the options typically vestover a period years providing an incentive for employees that may be atrisk for leaving to stay in the organization until their options vest.In addition, the value of prior stock option awards is also useful inmaking the determination because prior options that are “under water”(i.e., the price of the option is now greater than the current price ofthe stock) have less influence on employees who are considering leavingthe organization. In these situations, it may be prudent to grantadditional options at the new (lower) current stock price to provideadditional incentives to retain the employee. Stock planning data 355 isadded to employee profile 300 creating an even richer set of employeeprofile data (360).

[0061] Compensatory considerations often include both compensatoryplanning considerations (step 330) as well as stock planningconsiderations (step 350). The manager may go back and forth betweenvarious stages in order to refine the data and better assess theemployee's risk of leaving and the right mix of salary increases andstock option awards. For example, for a contributing employee that is atrisk of leaving the organization, the manager may first decide to givethe employee a significant increase in salary. However the employee'srisk of leaving may be viewed as more important that the employee'scurrent contribution. As such, the manager may decide to plan on givingthe employee a sizable number of options that vest over a number ofyears and lower the salary increase to a standard increase, perhaps inlight of salary budget constraints. The manager may go back and forthseveral times between compensation planning 330 and stock optionplanning 350 for a given employee until the manager feel she has theright mix. For additional assistance, the manager can use the PeoplePlanner System to engage the advice and experience of human resourcespersonnel who are trained to help managers evaluate and analyze employeesituations.

[0062] Employee profile 300 now includes employee data 360 whichincludes actual (current) employee data, risk planning data,compensation planning data, and stock planning data. Employee data 360provides a picture for the manager to use in performing other activitiessuch as development planning 364, retention planning 374, andidentifying the employee for additional HR programs or organizationevents (382). Development planning 364 results in development planningdata 368 which is added to the employee's profile data. Likewise,retention planning 374 results in retention planning data 378 andadditional planning 382 results in additional employee data 386 whichare each added to the employee's profile data. Retention planning 374involves identifying employees with high potential early in theemployee's career and establishing and tracking employee goals ormilestones so that the full potential of such employees is realized bythe organization (see FIG. 15 for more details regarding retentionplanning).

[0063] Employee profile data 370 now includes actual (current) data,risk planning data, compensation planning data, stock planning data,development planning data, retention planning data, and additionalplanning data providing a large snapshot of the employee, the employee'scurrent contributions, opportunities and challenges associated with theemployee, and near- and far-term plans for the employee's career withthe organization.

[0064] The data captured in employee profile 300 is analyzed inmanagement meetings and often refined in light of the employee'scontribution and expected value in comparison with that of otheremployees. The salary and stock option planning may have only indicatedthat the organization planned to give the employee a “significantincrease” or “significant stock option award” without specifying theactual dollar amount of the increase or the actual number of shares andvesting period for stock. In this case, the planned salary increase andstock option award are converted to actual dollar and stock figures inlight of the salary and stock option budgets. The planned amounts arethen made effective at a certain point in time during roll-over process390.

[0065] During roll-over process 390 certain planning items, such ascompensation and stock planning figures are moved to the employee'sactual (current) data. Other items such as the employee's evaluationrating are also moved from planning areas to the actual data area. Prioractual figures are moved to historical actual data areas in order tokeep a record of the employee's prior salaries, stock options, andevaluations. Short term planning data areas, such as the salary planningarea and the stock planning area are cleared in order to prepare for thenext planning cycle. The new actual data is used in a productionenvironment to generate paychecks with the employee's new salary leveland to generate stock option data that is provided to employees foracceptance of the newly granted options and eventual exercise of suchoptions. Long term planning data, such as risk analysis data,development planning data, and retention planning data are retained forfurther refinement in future planning cycles so that the planningefforts of the manager are not lost or forgotten. In addition, when anemployee moves from one department to another department (or when a newmanager is assigned to a department) the new manager uses the PeoplePlanner System to view the planning and actual data established by themanager's predecessor, thus aiding and smoothing the transition from onemanager to the next.

[0066]FIG. 4 is a diagram showing a manager using the People PlannerSystem to perform certain planning and analysis functions. PeoplePlanner Data 400 includes employee profiles 410 and Human Resourcesprogram data 405 as well as other data.

[0067] Employee profile data 410 includes planning factors 415 (such asrisk planning data, salary and stock planning data, development planningdata, etc.) corresponding to employees. Employee profile data 410 alsoincludes actual data 420 (such as the current salary, stock optiongrants, evaluation rating, etc.) corresponding to employees.

[0068] Manager 425 uses various components of the People Planner Systemto make pre-planning requests 430 to pre-planning tool 435 included withthe People Planner System. Pre-planning tool 435 reads HR program data405 and employee profile data 410 alerting the manager of new humanresources programs and identifying employees that, based on the HRprogram criteria, might be considered for various programs. Manager 425may select one or more employees for the HR program and provide planningresponse 440 which is used by pre-planning tool 435 to retain themanager's selections in selected employee profiles 410.

[0069] What-If Scenarios tool 450 is used by manager 425 to try variousplanning factors and explore the overall planning results withoutcommitting to the planning factors. For example, manager 425 may providewhat-if request 445 to look at the department if everyone that isidentified as being a high risk to leave the company was given asignificant salary increase and an award of stock options. What-ifresults 455 would be returned to manager 425 by the what-if scenariotool and display the effect on the department. The manager may determinethat too much of the salary budget would be used for these individualsand not leave enough for high contributing employees that are not atrisk of leaving. Scenario tool 450 can be used repeatedly to help themanager gain an understanding of the effects of certain planningdecisions. If manager 425 is satisfied with the scenario results, theplanning factors used to create the results can be applied to employeeprofiles 410. In addition, HR personnel can share the manager's onlineview of such scenario results and provide guidance for refining theplanning factors. If the what-if results are not acceptable by manager425 then the planning factors used by the what-if tool can be discardedand not applied to employee profiles 410.

[0070] Employee analysis tool 465 is used by manager 425 to furtheranalyze an individual employee or a group of employees included inemployee profiles 410. Manager 425 provides employee requests 460 to theemployee analysis component of the People Planner System. Manager 425uses employee analysis tool 465 to evaluate the contributions of theemployee and determine whether the employee is a low or high contributorand whether a promotion should be planned for the employee. Thesedeterminations are provided in the manager's employee responses 470 thatare used by employee analysis component 465 and retained in employeeprofile 410. The manager's employee responses 470 may identify employeesas low or high contributors and may also assign an evaluation rating(i.e., “A,” “B,” “C,” etc.) to the employee (see FIG. 6 for furtherdetail regarding employee evaluations using the People Planner System).

[0071] Risk assessment component 480 of the People Planner System isused by manager 425 to identify employees that are at risk of leavingthe organization. Manager 425 provides risk requests 475 to riskassessment component 480 identifying one or more employees from employeeprofile 410. Risk assessment tool 480 assists the manager in evaluatingrisks concerning employees. Manager's risk responses regarding suchemployees is used by the risk assessment tool to update the employee'srisk planning data maintained in the employee's employee profile 410.

[0072]FIG. 5 includes additional People Planner System tools used bymanagers to plan for employee salary changes, stock options, and otherawards. People Planner Data 500 includes salary budget data 505,available option data 510, employee profiles 512 and award budget data520. Salary budget data 505 includes available salary data that has beenallocated to the manager's area or department. Likewise, availableoption data 510 includes stock options available for the manager togrant to one or more employees. Employee profile data 512 includesplanning factors data 516 and actual, or current, data 518. Award budgetdata 520 includes budgets for both monetary awards 525 and non-monetaryawards 530. Non-monetary awards may include extra vacation days,admission to a special organizational event or program, lunch with anexecutive or the like.

[0073] Manager 540 uses salary tool component 550 of the People PlannerSystem to plan salary changes for employees. Salary input 545 includesthe salary changes requested by the manager. Salary tool 550 updates theappropriate employee profile planning factors 516 data for the selectedemployee. Salary tool 550 also provides manager 540 with updated salaryplanning data 555 comparing the manager's planning data for one or moreemployees with salary budget 505. Salary tool 550 can also be used tocompare employee's actual data 518 and planning factors 516 withorganizational, regional, or national averages for people with similarskills and contribution levels. Salary tool 550 can also be used toanalyze whether people are being compensated fairly. For example, salarytool 550 can aid the manager in identifying high contributors that arereceiving small or no salary increases. On the other side, salary tool550 can be used to identify low contributing employees that are plannedto receive large or significant salary increases.

[0074] Stock option tool 565 is a People Planner System component to aidmanager 540 in identifying employees that should receive stock options.Stock option tool 565 reads the available stock option budget data 510which includes the amount of options that are available for themanager's employees. Stock option tool 565 also reads employee profiledata 512, particularly planning factors data 516 which includes riskplanning data and contribution data corresponding to the employees. Thisinformation is used by manager 540 to determine whether the employee isa high contributor to the organization with critical skills and theflight risk the employee presents to the organization. Based on thisanalysis, manager 540 decides whether to plan to award the employeestock options and, if so, how many options to provide and the vestingperiod for the options (stock input 560). Updated stock data 570 isprovided from stock option tool 565 to manager 540 in response to stockoption input 560 provided by the manager. The manager can use theupdated stock data to determine whether the stock planning data shouldbe changed.

[0075] Awards tool 580 is a People Planner System component to aidmanager 540 in identifying employees that should receive monetary andnon-monetary awards. Awards tool 580 reads the available awards budgetdata 520 which includes the amount of monetary and non-monetary awardsoptions that are available for the manager's employees. Awards tool 580also reads employee profile data 512, particularly contribution datacorresponding to the employees. This information is used by manager 540to identify employees that are planned to receive an award, the type ofaward the employee is planned to receive, and the amount of the award ifthe award is monetary (award input 575). This data is stored in theappropriate employee profiles 512. Updated award data 585 is providedfrom awards tool 580 to manager 540 in response to award input data 575provided by the manager. The manager can use the updated award data todetermine whether the award planning data should be changed.

[0076]FIG. 6 is a flowchart showing the People Planner System being usedto evaluate the performance of employees. Processing commences at 600whereupon the first employee is selected (step 610) from department data605 stored in the People Planner System. The manager analyzes theemployee on a variety of planning factors. A determination is made as towhether the employee is a top contributor for the organization (decision615). If the employee is a top contributor, decision 615 branches to“yes” branch 618 whereupon a flag is set in the employee's PeoplePlanner Data indicating that the employee is a top contributor (step620). On the other hand, if the employee is not a top contributor,decision 615 branches to “no” branch 622 whereupon another determinationis made as to whether the employee is a low contributor (decision 625).If the employee is a low contributor, decision 625 branches to “yes”branch 628 whereupon a flag is set in the employee's People Planner Dataindicating that the employee is a low contributor (step 630). If neitherflag is set (i.e. the low or high contributor flags) then the employeeis deemed an average contributor to the organization.

[0077] The next decisions deals with the amount of pay increase to planon giving the employee. A determination is made as to whether theemployee should receive a significant, or high, increase in salary(decision 635). If the employee should receive a significant salaryincrease, decision 635 branches to “yes” branch 638 whereupon a flag isset in the employee's People Planner Data indicating that the employeeshould receive a significant salary increase (step 640). On the otherhand, if the employee should not receive a significant salary increase,decision 635 branches to “no” branch 642 whereupon another determinationis made as to whether the employee should receive no increase, orperhaps a salary reduction (decision 645). If the employee shouldreceive no increase, or perhaps a salary reduction, decision 645branches to “yes” branch 648 whereupon a flag is set in the employee'sPeople Planner Data indicating that the employee should receive noincrease, or perhaps a salary reduction (step 650). If neither flag isset (i.e. the significant increase or no increase flags) then theemployee is planned to receive a normal salary increase.

[0078] A determination is made, based factors such as the employee'scontribution to the organization, current level, and time spent at thecurrent level, as to whether the employee should be promoted during thenext cycle of promotions (decision 660). A higher level position oftenmeans greater potential salary and stock option awards. If the managerdetermines that the employee should be promoted based on variousfactors, decision 660 branches to “yes” branch 662 whereupon a flag isset in the employee's People Planner Data indicating that the employeeshould be promoted (step 685). On the other hand, if the manager doesnot decide that the employee should be promoted, decision 660 branchesto “no” branch 668 bypassing the promotion setting step.

[0079] A determination is made, based factors such as the employee'sskills, experience, contribution, and risk of the employee leaving theorganization, as to whether the employee should receive stock options(decision 670). An employee with critical skills which are marketable toother competing organizations often receive stock options to provide anincentive for such employees to remain with the organization for theamount of time it takes for the options to vest. If the managerdetermines that the employee should receive stock options, decision 660branches to “yes” branch 662 whereupon a flag is set in the employee'sPeople Planner Data indicating that the employee should receive stockoptions (step 675). On the other hand, if the manager does not decidethat the employee should receive stock options, decision 670 branches to“no” branch 678 bypassing the stock option setting step.

[0080] A determination is made as to whether there are more employeesthat the manager needs to evaluate (decision 680). If there are moreemployees, decision 680 branches to “yes” branch 685 which selects thenext employee (step 685) from department data 605 and loops back toevaluate the employee. This looping continues until all employees havebeen evaluated, at which time decision 680 branches to “no” branch 688whereupon processing ends at 695.

[0081]FIG. 7 is a flowchart showing a manager identifying employees'motivators and inhibitors and the People Planner System used todetermine flight risks of individual employees. Processing commences at700 whereupon the first employee is selected (step 705) from departmentdata 702 stored in the People Planner System.

[0082] The manager selects the first motivator for the selected employee(step 710). As the name implies, motivators are factors that motivatethe selected employee in his or her job. Examples of motivators includeautonomy, base salary, communication, decision making authority, degreeof challenge, geographic location, immediate management, monetaryrecognition, and opportunity for advancement. By the manager'sunderstanding of the employee's likes and dislikes and from discussionsor feedback received from the employee, the manager determines whatmotivates the employee and what inhibits, or hinders, the employee. Ifthe selected employee is motivated by autonomy, the manager selectsautonomy as a motivator and then applies a weight, or level ofimportance, to the motivator (step 715). If an employee is greatlymotivated by autonomy, a greater weight is applied to the motivator. Themotivator and corresponding weight are saved in the employee's PeoplePlanner Data for future use in calculating the employee's flight risk.

[0083] A determination is made as to whether there are other motivatorscorresponding to the employee (decision 720). If there are moremotivators, decision 720 branches to “yes” branch 722 whereupon the nextmotivator is selected (step 725) and a weight is applied (step 715).This looping continues until there are no more motivators to apply tothe employee at which time decision 720 branches to “no” branch 728whereupon the process repeats for identifying inhibitors that apply tothe employee.

[0084] The manager selects the first inhibitor for the selected employee(step 730)). As the name implies, inhibitors are factors that inhibitthe selected employee in his or her job. Examples of inhibitors includeautonomy, base salary, communication, decision making authority, degreeof challenge, geographic location, immediate management, monetaryrecognition, and opportunity for advancement. By the manager'sunderstanding of the employee's likes and dislikes and from discussionsor feedback received from the employee, the manager determines whatinhibits, or hinders, the employee. If the selected employee isinhibited by opportunity for advancement, the manager selectsopportunity for advancement as a inhibitor and then applies a weight, orlevel of importance, to the inhibitor (step 735). If an employee isgreatly inhibited by opportunity for advancement, a greater weight isapplied to the inhibitor. The inhibitor and corresponding weight aresaved in the employee's People Planner Data for future use incalculating the employee's flight risk.

[0085] A determination is made as to whether there are other inhibitorscorresponding to the employee (decision 740). If there are moreinhibitors, decision 740 branches to “yes” branch 742 whereupon the nextinhibitor is selected (step 745) and a weight is applied (step 735).This looping continues until there are no more inhibitors to apply tothe employee at which time decision 740 branches to “no” branch 748.

[0086] The employee's flight risk is calculated (step 750) after theemployee's motivators and inhibitors have been identified and weighed.The calculation may be performed by the manager by displaying the listof the employee motivators and inhibitors arranged by weighted value andproviding the manager with employee data, such as salary data and jobdescriptions, to aid the manager in determining a flight risk value bycomparing and contrasting the employee's motivators and inhibitors withthe employees current circumstances. The flight risk calculation canalso be computed using historical modeling data to compare theemployee's motivators, inhibitors, and current job situation with otherthat have left the company. A strong similarity between the employee'sprofile and employees that left the organization results in a higherflight risk, while a weaker similarity results in a correspondinglylower flight risk.

[0087] A determination is made as to whether there are more employeesfor which the manager needs to assess risk (decision 760). If there aremore employees, decision 760 branches to “yes” branch 765 which selects(step 770) the next employee from department data 702 and loops back toanalyze the employee. This looping continues until all employees havebeen analyzed, at which time decision 760 branches to “no” branch 775whereupon processing ends at 795.

[0088]FIG. 8 is a flowchart of logic used to group employees intocontribution/flight risk quadrants for risk assessment. Processingcommences at 800 whereupon the first employee is selected (step 810)from department data 805 stored in the People Planner System.

[0089] The employee's contribution level is assigned (step 820). In oneembodiment, the employee's contribution level is assigned by performingan employee evaluation process integrated with the People PlannerSystem, such as the process described in FIG. 6. The employee's flightrisk is also assigned (step 825). In one embodiment, the employee'sflight risk is assigned by performing an risk assessment processintegrated with the People Planner System, such as the process describedin FIG. 7.

[0090] Determinations are made based on the employee's contributionlevel and flight risk in order to assign a “risk quadrant” to theemployee. Risk quadrants therefore include: employees with lowcontribution to the organization and high risk to leave the organization(quadrant “A”), employees with high contribution to the organization andhigh risk to leave the organization (quadrant “B”), employees with highcontribution to the organization and low risk to leave the organization(quadrant “C”), and employees with low contribution to the organizationand low risk to leave the organization (quadrant “D”). Groupingemployees into risk quadrants aids management, especially uppermanagement, in analyzing large groups of employees, such as a sitelocation, and determining whether future attrition problems are likelybased on the percentage of employees in quadrant “A” and especiallyquadrant “B.” If problem areas exist, management can analyze employeesin a given quadrant to determine if common inhibitors or motivatorsexist that can be used to encourage employees to remain with theorganization.

[0091] A determination is made as to whether the selected employee'scontribution to the organization is “high” (decision 830). If themanager indicates that the selected employee's contribution is high,decision 830 branches to “yes” branch 832 whereupon a decision is madeas to whether, based on the employee's inhibitors and motivators, theemployee presents a flight risk to the organization (decision 835). Ifthe employee presents a flight risk, decision 835 branches to “yes”branch 838 whereupon the employee is assigned (step 840) to quadrant “B”indicating a high contributor presenting a high flight risk to theorganization. On the other hand, if the employee does not present aflight risk, decision 835 branches to “no” branch 842 whereupon theemployee is assigned (step 845) to quadrant “C” indicating a highcontributor presenting a low flight risk to the organization.

[0092] Returning to decision 830, if the selected employee'scontribution to the organization is not “high”, decision 830 branches to“no” branch 848 whereupon a decision is made as to whether, based on theemployee's inhibitors and motivators, the employee presents a flightrisk to the organization (decision 850). If the employee presents aflight risk, decision 850 branches to “yes” branch 852 whereupon theemployee is assigned (step 855) to quadrant “A” indicating a lowcontributor presenting a high flight risk to the organization. On theother hand, if the employee does not present a flight risk, decision 850branches to “no” branch 858 whereupon the employee is assigned (step860) to quadrant “D” indicating a low contributor presenting a lowflight risk to the organization.

[0093] A determination is made as to whether there are more employeesthat need to be assigned to a risk quadrant (decision 870). If there aremore employees, decision 870 branches to “yes” branch 875 which selects(step 880) the next employee from department data 805 and loops back toassign the employee to a risk quadrant. This looping continues until allemployees have been analyzed, at which time decision 870 branches to“no” branch 885 whereupon processing ends at 895.

[0094]FIG. 9 is a user interface and logic for organizational riskanalysis concerning employees. Screen 900 shows a risk analysis summaryshowing the percentage of employees that were assigned to the variousrisk quadrants. Screen 900 includes groupings 910 and summary data 950.The user selects one of the groupings and a summary data item. Selectedgrouping 920 and selected data 940 are used by summary process 930 tocreate new summary process 960 which has new groupings 980 based uponthe previously selected grouping. New summary 960 also includes newsummary data 970 based upon the previously chosen grouping and summarydata item. The new summary, including new groupings 980 and new summarydata 970 are displayed in screen 990. In the example shown, the userselected the grouping 985 (“Employees by Division”) and selected the “B”quadrant. The division breakdown for the “B” quadrant is therefore shownin screen 990. Further groupings and selected data items can be selectedto more fully understand the risk analysis data.

[0095]FIG. 10 is a flowchart used to analyze risk quadrants and act uponidentified employees. Processing commences at 1000 whereupon the firstrisk quadrant (i.e. Quadrant “A”) is selected (step 1010). The selectedquadrant is displayed to the manager (step 1020, see FIG. 9, screen 900for an example quadrant view). The manager analyzes the risk quadrantdata to determine whether changes are needed (step 1025, see FIG. 9,screen 990 for an example of analyzing risk quadrants). Risk quadrantscan be analyzed down to viewing the group of employees that are includedin a particular risk quadrant. A determination is made by the manager ischanges are needed to any employees within the currently viewed riskquadrant (decision 1025). If changes are needed, decision 1025 branchesto “yes” branch 1028 whereupon an employee in the risk quadrant isselected (step 1030). A determination is made as to whether changes areneeded to the employee's incentives (decision 1040). If changes areneeded to the selected employee's incentives, decision 1040 branches to“yes” branch 1048 whereupon the manager makes changes to the employee'splanned nomination for stock options or other non-monetary awardincentives designed to retain employees (step 1048). If changes are notneeded to the selected employee's incentives, decision 1040 branches to“no” branch 1058 bypassing changes to the employee's stock options andnon-monetary awards.

[0096] Another determination is made as to whether to edit the employeedata, such as risk planning data (decision 1060). This determination maybe in light of seeing the employee in a quadrant that does not matchmanager's knowledge of the employee or in light of new informationlearned about the employee's inhibitors or motivators. In addition, thisdecision might be made because of a recent or dramatic change in theemployee's contribution or value to the organization based on newlyacquired skills or experiences. If changes are needed to the employee'sPeople Planner Data, decision 1060 branches to “yes” branch 1068whereupon the manager edits one or more employee planning factors (step1070). On the other hand, if the manager does not need to edit theemployee's planning factors, decision 1060 branches to “no” branch 1072bypassing the edit employee planning factors step.

[0097] After changes are made to the selected employee the quadrant dataview is updated to reflect the changed information (step 1075) andprocessing returns (loop 1078) to view the quadrant information. Thislooping continues until no changes are needed, at which point decision1025 branches to “no” branch 1082.

[0098] A determination is made as to whether there are more quadrants toanalyze (decision 1085). If there are more quadrants to analyze,decision 1085 branches to “yes” branch 1088 whereupon the next quadrantis selected (step 1090) and processing loops back to analyze theselected quadrant. This looping continues until there are no morequadrants to analyze, at which point decision 1085 branches to “no”branch 1092 and risk analysis processing ends at 1095.

[0099]FIG. 11 is a flowchart used to analyze compensation of highcontributing employees. The immediate (i.e., department) manager mayperform the analysis in addition to higher level managers and HRpersonnel checking the fairness of employee evaluations.

[0100] Processing commences at 1100 whereupon the People Planner Systemselects top contributing employees that have not been identified ashaving critical skills (step 1105). Top contributing employees oftenhave critical skills that make them valuable, and therefore highcontributors, to the organization. This selection helps managementanalyze why an employee has been identified as a top contributor withoutcritical skills. It may be that the employee's critical skills were notnoted or that the employee was incorrectly identified as a topcontributor. In some cases, it may simply be that an employee withoutcritical skills is a top contributor because of the employee's workethic and ability to handle more tasks in a high quality manner. Theselected employees are displayed to the manager (step 1110). The managerviews the selected employees and can view detailed data regarding theemployees. A determination is made as to whether an employee's data inthe People Planner System needs to be changed in light of the displayeddata (decision 1115). If an employee's data needs to be changed,decision 1115 branches to “yes” branch 1118 whereupon an employee isselected and data pertaining to the employee is changed (step 1120) andprocessing loops back to re-analyze the group in light of the changeddata. This looping continues until no employee data needs to be revised,at which time decision 1115 branches to “no” branch 1122.

[0101] Another selection identifies employees having critical skillsthat have not been identified as top contributing employees (step 1125).This is the reverse situation as the selection performed in step 1105.The selected employees are displayed to the manager (step 1130). Themanager views the selected employees and can view detailed dataregarding the employees. A determination is made as to whether anemployee's data in the People Planner System needs to be changed inlight of the displayed data (decision 1135). If an employee's data needsto be changed, decision 1135 branches to “yes” branch 1138 whereupon anemployee is selected and data pertaining to the employee is changed(step 1140) and processing loops back to re-analyze the group in lightof the changed data. This looping continues until no employee data needsto be revised, at which time decision 1135 branches to “no” branch 1142.

[0102] A further selection identifies employees identified as topcontributing employees that are not receiving a significant pay increase(step 1145). Top contributing employees need to be rewarded for theirefforts. In some cases, analysis of an employee in this group may revealan employee that, for some reason, is currently overpaid in light of theemployee's position, job title, and level and therefore does not requirea significant salary increase. In other cases, an oversight may haveoccurred in not planning significant salary increases for topcontributing employees. The selected employees are displayed to themanager (step 1150). The manager views the selected employees and canview detailed data regarding the employees. A determination is made asto whether an employee's data in the People Planner System needs to bechanged in light of the displayed data (decision 1155). If an employee'sdata needs to be changed, decision 1155 branches to “yes” branch 1158whereupon an employee is selected and data pertaining to the employee ischanged (step 1160) and processing loops back to re-analyze the group inlight of the changed data. This looping continues until no employee dataneeds to be revised, at which time decision 1155 branches to “no” branch1162.

[0103] Another selection identifies employees identified as topcontributing employees that are not receiving a grant of stock options(step 1165). Top contributing employees need to be rewarded for theirefforts and stock options present an incentive for such top contributingemployees to remain at the company. In some cases, analysis of anemployee in this group may reveal an employee that does not warrant astock option grant. For example, an high contributing employee withlittle flight risk may prefer awards and greater salary increasesinstead of stock options. In other cases, an oversight may have occurredin not planning stock option awards for top contributing employees. Theselected employees are displayed to the manager (step 1170). The managerviews the selected employees and can view detailed data regarding theemployees. A determination is made as to whether an employee's data inthe People Planner System needs to be changed in light of the displayeddata (decision 1175). If an employee's data needs to be changed,decision 1175 branches to “yes” branch 1178 whereupon an employee isselected and data pertaining to the employee is changed (step 1180) andprocessing loops back to re-analyze the group in light of the changeddata. This looping continues until no employee data needs to be revised,at which time decision 1175 branches to “no” branch 1182 whereupon thisphase of compensation planning ends at 1195.

[0104]FIG. 12 is a flowchart used to analyze compensation of lowcontributing employees and to query additional anomalies with high andlow contributors. The immediate (i.e., department) manager may performthe analysis in addition to higher level managers and HR personnelchecking the fairness of employee evaluations.

[0105] Processing commences at 1200 whereupon the People Planner Systemselects low contributing employees that have been identified as havingcritical skills (step 1205). Low contributing employees often do nothave critical skills. This selection helps management analyze why anemployee has been identified as a low contributor with critical skills.It may be that the employee's critical skills were incorrectly noted orthat the employee was incorrectly identified as a low contributor. Insome cases, it may simply be that an employee with critical skills is alow contributor because of the employee's work ethic or attitude andinability to handle tasks in a quality manner. The selected employeesare displayed to the manager (step 1210). The manager views the selectedemployees and can view detailed data regarding the employees. Adetermination is made as to whether an employee's data in the PeoplePlanner System needs to be changed in light of the displayed data(decision 1215). If an employee's data needs to be changed, decision1215 branches to “yes” branch 1218 whereupon an employee is selected anddata pertaining to the employee is changed (step 1220) and processingloops back to re-analyze the group in light of the changed data. Thislooping continues until no employee data needs to be revised, at whichtime decision 1215 branches to “no” branch 1222.

[0106] Another selection identifies employees identified as lowcontributing employees that are receiving a significant pay increase(step 1225). Low contributing employees typically are not rewarded ashandsomely as higher contributing employees. In some cases, analysis ofan employee in this group may reveal a low contributing employee that,for some reason, is currently underpaid in light of the employee'sposition, job title, and level and therefore requires a significantsalary increase. In other cases, an oversight may have occurred inplanning significant salary increases for low contributing employees.The selected employees are displayed to the manager (step 1230). Themanager views the selected employees and can view detailed dataregarding the employees. A determination is made as to whether anemployee's data in the People Planner System needs to be changed inlight of the displayed data (decision 1235). If an employee's data needsto be changed, decision 1235 branches to “yes” branch 1238 whereupon anemployee is selected and data pertaining to the employee is changed(step 1240) and processing loops back to re-analyze the group in lightof the changed data. This looping continues until no employee data needsto be revised, at which time decision 1235 branches to “no” branch 1242.

[0107] A further selection identifies employees identified as lowcontributing employees that are receiving a grant of stock options (step1245). Analysis of these employees may reveal an employees that do notwarrant stock option grants. It may also be revealed that some employeesin this group are not low contributors and have been identified as suchincorrectly. The selected employees are displayed to the manager (step1250). The manager views the selected employees and can view detaileddata regarding the employees. A determination is made as to whether anemployee's data in the People Planner System needs to be changed inlight of the displayed data (decision 1255). If an employee's data needsto be changed, decision 1255 branches to “yes” branch 1258 whereupon anemployee is selected and data pertaining to the employee is changed(step 1260) and processing loops back to re-analyze the group in lightof the changed data. This looping continues until no employee data needsto be revised, at which time decision 1255 branches to “no” branch 1262.

[0108] Further top and bottom contributor queries can be performed tofurther identify anomalies with the planning factors currently in placefor individual employees (step 1270). People Planner Data pertaining tothese employees can be changed as needed to better reflect theemployees' contributions and rewards and compensation for suchcontributions (step 1280). Compensation planning thereafter ends at1295.

[0109]FIG. 13 is a flowchart showing details involved with comparingemployees' compensation using benchmark information. Processingcommences at 1300 whereupon the first employee in a group, such as adepartment or project, being analyzed is selected (step 1310). Fromprior People Planner System processes, the employee should already havea job level and job title, however if the employee is new or otherwisedoes not have a level and job title this data is supplied to the PeoplePlanner System and stored in the employee's People Planner Data area(step 1320). In addition, compensation levels should already be set forthe employee's current compensation and salary planning data for theemployee's next pay increase may already be stored in the People PlannerSystem. If the employee does not have a current salary, then theemployee's current compensation amounts are entered into the PeoplePlanner System (step 1325).

[0110] The employee's job title and level (i.e., “Senior Programmer”)are converted to a corresponding national or geographic job title andlevel (i.e., “software programmer with or more years of experience”)using a table relating the company's job titles and levels to nationallyrecognized titles and levels (step 1330). The national job title andlevel is used to search (step 1340) national or geographic employmentdata 1335 for national averages and other data about national salaryranges for the job title and level (i.e., average salary for first,second, third and fourth quartiles, etc.). Other averages are retrievedfrom the People Planner System for the salary data regarding theemployee's job title and level within the organization (step 1350). Thisdata may be for the organization as a whole, the employee's site,project, or department or combinations thereof.

[0111] Variances between the employees actual (and possibly planned)compensation and various retrieved national and organizationalbenchmarks is displayed to management or human resources personnel (step1360). Large variances indicating that an employee is underpaid maywarrant changing the employee's planning data, for example to identifythe employee for a significant increase, to get the employees salary inline with the benchmark data. A determination is made as to whether theemployee's data needs to be revised (decision 1370). If the employee'sdata needs to be revised, decision 1370 branches to “yes” branch 1372which loops back to enable management or human resources to resetemployee information (i.e., compensation amounts) and redisplay the newplanning factors in comparison with the available benchmarks. Thislooping continues until no further revisions to the employee's data areneeded, at which point decision 1370 branches to “no” branch 1378whereupon a determination is made as to whether there are more employeesto analyze (decision 1380).

[0112] If there are more employees to analyze, decision 1380 branches to“yes” branch 1385 which selects the next employee (step 1390) and loopsback to perform a comparison analysis for the selected employee. Thislooping continues until no more employees in the selected group need tobe processed, at which time decision 1380 branches to “no” branch 1392and processing ends at 1395.

[0113]FIG. 14 is a flowchart showing details involved with aggregateanalysis of a department or area and comparison against budgetaryrequirements. Processing commences at 1400 whereupon variouscompensation counters, such as total pay increases, total stock options,total promotions, and total awards, are initialized to zero (step 1410).People Planner Data for all employees within a particular group, such asa project or department, are selected from the People Planner Data (step1420). The first employee from the selected group is selected (step1425). The counters for planned pay increases, stock options, promotionsand awards are accumulated by adding the current value of such countersto the planned pay increase, planned stock option grant, plannedpromotion, and planned awards for the currently selected employee (step1430). A determination is made as to whether more employees exist in thegroup to be processed (decision 1440). If more employees exist, decision1440 branches to “yes” branch 1445 and the next employee in the group isselected (step 1450) and processing loops back to add the selectedemployees compensatory information to the running totals stored in thecounters. This looping continues until all employees in the group havebeen processed and all planned pay increases, stock awards, promotions,and awards have been totaled. When all employees have been processed,decision 1440 branches to “no” branch 1452 whereupon budget amounts areretrieved (step 1450) from group budget data 1455 (such as a departmentor project budget). Variances between the planned salary increases,stock awards, promotions, and awards and budgeted amounts are calculatedand displayed (step 1470). A determination is made, based on thedisplayed variances, as to whether changes are needed to employeeplanning factors to rectify any variances (decision 1475). If changesare needed, decision 1475 branches to “yes” branch 1478 which allowsmanagement or human resources personnel to select one or more employees(step 1480), increase or decrease planned salary increases, stockawards, promotions, and awards (step 1485), and loop back to thebeginning to reprocess the group and determine any further variances andchanges needed. This looping continues until variances have beenrectified and further changes to employee data is not needed, at whichpoint decision 1475 branches to “no” branch 1492 and processing ends at1495.

[0114]FIG. 15 is a flowchart for identifying key employees andperforming retention analysis for identified employees. Processingcommences at 1500 whereupon a first employee is selected (step 1510)from employee data 1505. A determination is made as to whether theselected employee is a technical employee or identified as a potentialexecutive candidate (decision 1520). If the employee is identified as apossible key technical employee, decision 1520 branches to “yes” branch1528 whereupon the employee's technical experience is identified andstored in the People Planner System (step 1530). On the other hand, ifthe employee is identified as a potential executive candidate, decision1520 branches to “no” branch 1522 whereupon the employee's skill andareas of expertise are identified (step 1525).

[0115] The next career goal for the selected employee is identified(step 1540) along with the expected amount of time planned for theemployee to achieve the next goal (step 1545). The employee's ultimategoal (i.e., “Chief Technical Architect,” “Division Vice President,”etc.) is identified (step 1550) along with the expected amount of timeplanned for the employee to achieve the ultimate goal (step 1555). Amentor, such as an experienced employee in the organization, isidentified for the employee (step 1560). In addition, specialcertification or training planned for the employee to reach the goals isidentified (step 1570) along with any additional comments regarding theemployee's potential. The identified information is stored in theemployee's People Planner Data and used for long term management anddirection of the employee.

[0116] A determination is made as to whether other potential keytechnical or executive candidates exist in the group (decision 1580). Ifmore candidates exist in the group, decision 1580 branches to “yes”branch 1585 which selects the next employee candidate (step 1590) andloops back to process the next candidate. This looping continues untilno more candidates are identified whereupon decision 1580 branches to“no” branch 1592 and processing ends at 1595.

[0117]FIG. 16 is a flowchart showing tracking of additional keywords bythe People Planner System to track organizational events and reportingon employees based on the additional keywords. Keywords can be added tothe People Planner System to track data such as employees attending animportant conference, employees selected for a special organizationalretreat, employees nominated for special awards, or any other number ofitems that the organization wishes to track for employees.

[0118] Processing commences at 1600 whereupon an administrator definesone or more keywords in the People Planner System (step 1610). ThePeople Planner System includes a notice area where notices about newkeywords and other People Planner System changes are disseminated tomanagement. An email message or the People Planner System notice area isused to inform management of the new keywords (step 1620). Managementselects an employee for one of the newly defined keywords (step 1625).The keyword is set, or flagged, in the People Planner Data correspondingto the selected employee (step 1630). A determination is made as towhether more employees should be selected for the newly added keyword(decision 1640). This determination can be made over an amount of timeand may be made by several different managers when analyzing theiremployees. If more employees should be selected for the keyword,decision 1640 branches to “yes” branch 1645 whereupon the next employeeis selected for the keyword (step 1650) and processing loops back to setthe keyword in the People Planner Data corresponding to the selectedemployee. This looping continues until no more employees are selectedfor the keyword whereupon decision 1640 branches to “no” branch 1655.Depending on the keyword a deadline may be established for a keyword sothat employees are identified for the keyword before the deadline. Forexample, to prepare for a conference, a deadline typically exists forregistering for the conference. At some point, a People Planner Systemadministrator selects all employees that were selected for a particularkeyword and reports or special processing takes place with the selectedemployees (step 1660). For example, if the keyword corresponds to aconference, the People Planner System would process the selectedemployees and send registrations for each employee to the conferencecoordinators. A determination is made as to whether the keywordcorresponds to a one time event or an ongoing activity or event(decision 1670). If the keyword does not correspond to a one time event,decision 1670 branches to “no” branch 1672 bypassing the release ofkeyword space from the People Planner System. On the other hand, if thekeyword corresponds to a one time event, decision 1670 branches to “yes”branch 1678 whereupon a People Planner System administrator retains acopy of a report or data file with the employees selected for thekeyword (step 1680) and the administrator releases the data space usedto store the keyword data so that it can be used for other keywords(step 1690). Keyword processing thereafter ends at 1695.

[0119]FIG. 17a is a diagram of an employee managed in a matrixorganization with multiple managers. In the example shown, employee 1700reports to three different managers—manager A (1710), manager B (1720),and manager C (1730). Also shown are the effort, or activity, levelsthat the employee is expected to provide to the various managers'departments. In the example shown, employee 1700 spends fifty percent ofhis time working for manager A (1710), twenty percent of his timeworking for manager B (1720), and thirty percent of his time working formanager C (1730).

[0120]FIG. 17b is a flowchart used to evaluate and aware employeesmanaged in a matrix organization with multiple managers. Processingcommences at 1750 whereupon the first manager evaluates the employee andprovides salary increase, stock award, award, and evaluation ratings forthe employee. The manager's evaluation is multiplied (step 1760) by amultiplier corresponding to the amount of work the employee performs forthe manager (i.e. the work percentage discussed in FIG. 17a). Likewise,the manager's planning of the employee's pay increase is computed (step1765), along with a stock award computation (step 1770), and an awardscomputation (step 1775). A determination is made as to whetheradditional managers need to evaluate the employee (decision 1780). Ifadditional managers need to evaluate the employee, decision 1780branches to “yes” branch 1782 whereupon the next manager evaluates theemployee (step 1785) and processing loops back to multiply the nextmanager's evaluations and preplanning data with the multipliercorresponding to the manager. When all managers that manage the employeehave performed evaluations, decision 1780 branches to “no” branch 1788whereupon the employees total evaluation, salary increase, stock award,and other awards is computed by adding the various factors computed foreach manager (step 1790). The People Planner System can also facilitatecommunication between managers that each manage a given employee so thata fair assessment of the employee's contributions can be made in lightof the employee's efforts and complexity involved in working in multipleareas.

[0121]FIG. 18a is a sample three tier hierarchy chart showing employeesand two layers of management. Project manager 1800 has three managersreporting to her (department manager A (1805), department manager B(1810), and department manager C (1815)). Each of these departmentmanagers have three employees reporting to them. Employees 1 (1820), 2(1822), and 3 (1824) report to department manager A (1805); Employees 4(1826), 5 (1828), and 6 (1830) report to department manager B (1810));and Employees 7 (1832), 8 (1834), and 9 (1836) report to departmentmanager C (1815). If project manager 1800 wants to hold a managementmeeting to discuss employee contributions and planning factors, sharingher view with the department managers would allow the departmentmanagers to see confidential salary, compensation, and evaluationinformation pertaining to the other department managers. Instead,project manager 1800 can “exclude” the department managers from her viewof people planner data to allow the management team to analyze theemployee planning factors and evaluations without showing informationregarding the department managers. FIG. 18b shows high level exclusionprocessing and FIG. 19 shows detailed processing involved with settingup shared views and excluding certain employees from the viewedinformation.

[0122]FIG. 18b is a diagram showing managers being excluded from ahigher-level People Planner View. The project manager's normal view(1850) lists employees reporting to the project manager from the exampleshown in FIG. 18a including three department managers and nine employeesreporting to the department managers. Exclude managers process 1855 isperformed to create a new project managers view (1860) which lists theemployees without listing the department managers. A granting process(1865) allows the project manager to share the new project manager'sview (1860) with the department managers. The result is a shared projectmanager's view (1870) viewable by the project manager (1875), departmentmanager A (1880), department manager B (1885), and department manager C(1890).

[0123]FIG. 19 is a flowchart showing employees being selected andremoved from a particular People Planner System view. Processingcommences at 1900 whereupon a list of all reporting employees isdisplayed on the manager's display device (step 1905). The project (orhigher level) manager selects the first employee (such as a reportingmanager) to excluded from a new view (step 1910). The People PlannerData associated with the selected employee is excluded from the new view(step 1915). A determination is made as to whether the manager wants toexclude more employees (such as the department managers) from the newview (decision 1920). If the manager wishes to exclude more employees,decision 1920 branches to “yes” branch 1925 whereupon the next employee(i.e., the next department manager) is selected (step 1930) andprocessing loops back to excluded the selected employee from the newview. This looping continues until there are no more exclusion toprocess, at which time decision 1920 branches to “no” branch 1935.

[0124] A determination is made as to whether the manager wishes to savethe new view or revise the manager's current view (decision 1940). Ifthe manager wishes to create a new view, decision 1940 branches to “yes”branch 1945 whereupon the manager provides a new view name to identifythe view (step 1950) and the new view is saved using the new view name(step 1955). On the other hand, if the manager simply wants to reviseher current view, decision 1940 branches to “no” branch 1960 whereuponthe revised view is saved (step 1965).

[0125] The employees granted access to the view will often be theemployees whose People Planner Data has been excluded from the view. Theexcluded employees can automatically be granted access to the new viewor the project manager can select employees individually.

[0126] The manager selects a first employee (i.e., a department manager)to grant access to the new or revised view (step 1970). The selectedemployee is granted access to the new or revised view (step 1975). Adetermination is made as to whether additional grants need to be givenfor the new or revised view (decision 1980). If more grants need to begiven, decision 1980 branches to “yes” branch 1985 whereupon the nextemployee is selected for granting access to the new or revised view(step 1990) and processing loops back to grant the selected employeeaccess to the view. This looping continues until there are no moreemployees that need access to the view, at which time decision 1980branches to “no” branch 1992 and processing ends at 1995.

[0127]FIG. 20 illustrates information handling system 2001 which is asimplified example of a computer system capable of performing thepresent invention. Computer system 2001 includes processor 2000 which iscoupled to host bus 2005. A level two (L2) cache memory 2010 is alsocoupled to the host bus 2005. Host-to-PCI bridge 2015 is coupled to mainmemory 2020, includes cache memory and main memory control functions,and provides bus control to handle transfers among PCI bus 2025,processor 2000, L2 cache 2010, main memory 2020, and host bus 2005. PCIbus 2025 provides an interface for a variety of devices including, forexample, LAN card 2030. PCI-to-ISA bridge 2035 provides bus control tohandle transfers between PCI bus 2025 and ISA bus 2040, universal serialbus (USB) functionality 2045, IDE device functionality 2050, powermanagement functionality 2055, and can include other functional elementsnot shown, such as a real-time clock (RTC), DMA control, interruptsupport, and system management bus support. Peripheral devices andinput/output (I/O) devices can be attached to various interfaces 2060(e.g., parallel interface 2062, serial interface 2064, infrared (IR)interface 2066, keyboard interface 2068, mouse interface 2070, and fixeddisk (FDD) 2072) coupled to ISA bus 2040. Alternatively, many I/Odevices can be accommodated by a super I/O controller (not shown)attached to ISA bus 2040.

[0128] BIOS 2080 is coupled to ISA bus 2040, and incorporates thenecessary processor executable code for a variety of low-level systemfunctions and system boot functions. BIOS 2080 can be stored in anycomputer readable medium, including magnetic storage media, opticalstorage media, flash memory, random access memory, read only memory, andcommunications media conveying signals encoding the instructions (e.g.,signals from a network). In order to attach computer system 2001 anothercomputer system to copy files over a network, LAN card 2030 is coupledto PCI-to-ISA bridge 2035. Similarly, to connect computer system 2001 toan ISP to connect to the Internet using a telephone line connection,modem 2075 is connected to serial port 2064 and PCI-to-ISA Bridge 2035.

[0129] While the computer system described in FIG. 20 is capable ofexecuting the invention described herein, this computer system is simplyone example of a computer system. Those skilled in the art willappreciate that many other computer system designs are capable ofperforming the copying process described herein.

[0130] One of the preferred implementations of the invention is anapplication, namely, a set of instructions (program code) in a codemodule which may, for example, be resident in the random access memoryof the computer. Until required by the computer, the set of instructionsmay be stored in another computer memory, for example, in a hard diskdrive, or in a removable memory such as an optical disk (for eventualuse in a CD ROM) or floppy disk (for eventual use in a floppy diskdrive), or downloaded via the Internet or other computer network. Thus,the present invention may be implemented as a computer program productfor use in a computer. In addition, although the various methodsdescribed are conveniently implemented in a general purpose computerselectively activated or reconfigured by software, one of ordinary skillin the art would also recognize that such methods may be carried out inhardware, in firmware, or in more specialized apparatus constructed toperform the required method steps.

[0131] While particular embodiments of the present invention have beenshown and described, it will be obvious to those skilled in the artthat, based upon the teachings herein, changes and modifications may bemade without departing from this invention and its broader aspects and,therefore, the appended claims are to encompass within their scope allsuch changes and modifications as are within the true spirit and scopeof this invention. Furthermore, it is to be understood that theinvention is solely defined by the appended claims. It will beunderstood by those with skill in the art that is a specific number ofan introduced claim element is intended, such intent will be explicitlyrecited in the claim, and in the absence of such recitation no suchlimitation is present. For non-limiting example, as an aid tounderstanding, the following appended claims contain usage of theintroductory phrases “at least one” and “one or more” to introduce claimelements. However, the use of such phrases should not be construed toimply that the introduction of a claim element by the indefinitearticles “a” or “an” limits any particular claim containing suchintroduced claim element to inventions containing only one such element,even when the same claim includes the introductory phrases “one or more”or “at least one” and indefinite articles such as “a” or “an”; the sameholds true for the use in the claims of definite articles.

What is claimed is:
 1. A method for analyzing attrition risk foremployees, said method comprising: receiving risk planning factor datafrom a user, the planning factor data corresponding to one or moreemployees; storing the risk planning factor data in employee profiledata areas, wherein each employee profile data area corresponds to oneof the employees; retrieving actual employment data for each of theemployees in the employee profile data areas; and analyzing attritionrisk for one or more of the employees using the risk planning factordata and the actual employment data.
 2. The method as described in claim1 further comprising: retrieving motivators and inhibitors included withthe risk planning data corresponding to the employees; calculating aflight risk based on the motivators and inhibitors; retrievingcontribution data included with the actual employment data correspondingto the employees; and assigning a risk quadrant from a plurality of riskquadrants to each of the employees based on the flight risk andcontribution corresponding to each employee.
 3. The method as describedin claim 2 further comprising: displaying a summary corresponding toeach risk quadrant.
 4. The method as described in claim 3 furthercomprising: displaying a plurality of groupings; receiving a riskquadrant selection and a grouping selection from the user; summarizingemployee profile data assigned to the selected risk quadrant using theselected grouping creating a second summary; and displaying the secondsummary.
 5. The method as described in claim 3 further comprising:selecting one of the risk quadrants; determining whether incentives aredesired for one or more selected employees in the selected riskquadrant; and modifying incentive data included in employee profile dataareas corresponding to the selected employees.
 6. The method asdescribed in claim 5 further comprising: reassigning the risk quadrantsfor the employees in response to the modified incentive data; anddisplaying a second summary corresponding to each risk quadrant.
 7. Themethod as described in claim 1 further comprising: identifying one ormore employees with a high contribution level and a high attrition risk;displaying the identified employees to the user; determining whether toprovide incentives to one or more of the identified employees; andrevising incentive planning data corresponding to one or more identifiedemployees in response to the determination.
 8. An information handlingsystem comprising: one or more processors; a memory accessible by theprocessors; one or more nonvolatile storage devices accessible by theprocessors; and an attrition risk tool to analyze attrition risk ofemployees, the attrition risk tool including: means for receiving riskplanning factor data from a user, the planning factor data correspondingto one or more employees; means for storing the risk planning factordata in employee profile data areas, wherein each employee profile dataarea corresponds to one of the employees; means for retrieving actualemployment data for each of the employees in the employee profile dataareas; and means for analyzing attrition risk for one or more of theemployees using the risk planning factor data and the actual employmentdata.
 9. The information handling system as described in claim 8 furthercomprising: means for retrieving motivators and inhibitors included withthe risk planning data corresponding to the employees; means forcalculating a flight risk based on the motivators and inhibitors; meansfor retrieving contribution data included with the actual employmentdata corresponding to the employees; and means for assigning a riskquadrant from a plurality of risk quadrants to each of the employeesbased on the flight risk and contribution corresponding to eachemployee.
 10. The information handling system as described in claim 9further comprising: means for displaying a summary corresponding to eachrisk quadrant.
 11. The information handling system as described in claim10 further comprising: means for displaying a plurality of groupings;means for receiving a risk quadrant selection and a grouping selectionfrom the user; means for summarizing employee profile data assigned tothe selected risk quadrant using the selected grouping creating a secondsummary; and means for displaying the second summary.
 12. Theinformation handling system as described in claim 10 further comprising:means for selecting one of the risk quadrants; means for determiningwhether incentives are desired for one or more selected employees in theselected risk quadrant; and means for modifying incentive data includedin employee profile data areas corresponding to the selected employees.13. The information handling system as described in claim 8 furthercomprising: means for identifying one or more employees with a highcontribution level and a high attrition risk; means for displaying theidentified employees to the user; means for determining whether toprovide incentives to one or more of the identified employees; and meansfor revising incentive planning data corresponding to one or moreidentified employees in response to the determination.
 14. A computerprogram product stored in a computer operable media for analyzingemployee attrition risk, said computer program product comprising: meansfor receiving risk planning factor data from a user, the planning factordata corresponding to one or more employees; means for storing the riskplanning factor data in employee profile data areas, wherein eachemployee profile data area corresponds to one of the employees; meansfor retrieving actual employment data for each of the employees in theemployee profile data areas; and means for analyzing attrition risk forone or more of the employees using the risk planning factor data and theactual employment data.
 15. The computer program product as described inclaim 14 further comprising: means for retrieving motivators andinhibitors included with the risk planning data corresponding to theemployees; means for calculating a flight risk based on the motivatorsand inhibitors; means for retrieving contribution data included with theactual employment data corresponding to the employees; and means forassigning a risk quadrant from a plurality of risk quadrants to each ofthe employees based on the flight risk and contribution corresponding toeach employee.
 16. The computer program product as described in claim 15further comprising: means for displaying a summary corresponding to eachrisk quadrant.
 17. The computer program product as described in claim 16further comprising: means for displaying a plurality of groupings; meansfor receiving a risk quadrant selection and a grouping selection fromthe user; means for summarizing employee profile data assigned to theselected risk quadrant using the selected grouping creating a secondsummary; and means for displaying the second summary.
 18. The computerprogram product as described in claim 16 further comprising: means forselecting one of the risk quadrants; means for determining whetherincentives are desired for one or more selected employees in theselected risk quadrant; and means for modifying incentive data includedin employee profile data areas corresponding to the selected employees.19. The computer program product as described in claim 18 furthercomprising: means for reassigning the risk quadrants for the employeesin response to the modified incentive data; and means for displaying asecond summary corresponding to each risk quadrant.
 20. The computerprogram product as described in claim 14 further comprising: means foridentifying one or more employees with a high contribution level and ahigh attrition risk; means for displaying the identified employees tothe user; means for determining whether to provide incentives to one ormore of the identified employees; and means for revising incentiveplanning data corresponding to one or more identified employees inresponse to the determination.